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The Learning Styles Questionnaire starts with an 80-item self-assessment that takes individuals approximately 30 minutes to complete. The result is a score for each of the four learning styles: Activist, Reflector, Theorist, and Pragmatist. The highest score is the individual's dominant learning style. A four-quadrant model plots the four learning styles, and norms provide a point of reference for individuals.

Uses and Applications

You can use Learning Styles Questionnaire as a half-day program. The Learning Styles Questionnaire is effective both as a stand-alone learning instrument and as part of a more comprehensive training program. Below are some suggested applications:

Balance the learning styles of groups

Help trainers identify the dominant learning style of participants

Surface team-learning difficulties

Help managers understand and motivate their employees

Discuss the learning process

Help participants expand their learning style range

Learning Outcomes

Identify individual learning style preferences

Increase the awareness of learning activities that are congruent with individual learning styles

Learn how to maximize learning strengths

Develop less dominant learning styles

Balance the learning styles of groups

Surface team learning difficulties

Expand learning style range

Product TypeAssessment

MeasuresBehaviors matching one of four learning stylesDimensions

Planning

Experiencing

Reviewing

Concluding

Time Required1.5 hours or half day program

What to Order

The Learning Styles Questionnaire Facilitator Guide includes everything you need to lead a successful training session from comprehensive background information and activities, to reproducible handouts, and even a professional PowerPoint presentation.

Deciding whether to order Online or Print Assessments? Both versions include a personal style report, full color charts, interpretive information, worksheets, and action planning:

The online version is an excellent choice for enterprise-wide training or audiences that are geographically dispersed. It offers 24/7 access, streamlined distribution, and instant scoring. It's also a great way to reduce paper use in your training.

The print version is ideal for facilitators who prefer to oversee scoring and administration of the assessment, and who don't know who the participants will be before the assessment.

Please note this product (including online versions) is not available for export to Australia, New Zealand, or the UK.

Dr. Peter Honey is a psychologist who began work as an independent management consultant in 1969. He specializes in all aspects of human behavior and its consequences. He regularly conducts programs on developing interactive skills, creative thinking, and problem solving. He is a member of the British Psychological Society and the Institute of Management Consultants. He is a fellow of the RSA, the Chartered Institute of Personnel and Development, the Institute of Management Consultants, and the Institute of Training and Occupational Learning. He was a founder member of the distinguished group that produced A Declaration on Learning, is a patron of the Campaign for Learning, and a trustee of the Lifelong Learning Foundation and the Prisoners' Education Trust. Dr. Honey is a dedicated lifelong learner and has written well over 20 books, numerous articles, and has a regular column in "Training Journal."

Alan Mumford, D.Litt. is a UK-based consultant, researcher, and author whose main focus is on how senior executives learn. His work takes him to countries as diverse as Nepal, Australia, South Africa, Finland, and the United States. His prime interests are covered in his books "How Managers Can Develop Managers" and "Learning at the Top." Mr. Mumford has been involved with management training and development and with other aspects of managerial effectiveness for more than 20 years. At present, he is visiting pofessor of management development at Interactive Management Centre. He is continually involved in improving the ways in which most managers learn (in particular through their normal work).